Qatar introduces alternative training pathways for employees nominated for promotion

Qatar’s Civil Service and Government Development Bureau (CGB) has issued Decision No. 11 of 2026, setting out training requirements and alternative development pathways for Qatari government employees nominated for promotion.

The decision aims to strengthen employees’ professional development, improve performance efficiency and align training with required competencies and performance appraisal results, according to a regional media report.

The decision applies to Qatari employees covered by the Civil Human Resources Law who have been nominated for promotion. It establishes three training pathways: 20 hours of in-person courses, 10 hours of online training through the Kafaa platform, and 20 hours of alternative training.

The alternative options include job rotation, on-the-job training, developmental secondment and job attachment. These approaches are intended to give employees practical experience, broaden their professional capabilities and prepare them to take on greater responsibilities.

The decision also outlines requirements for employees who have not completed their mandatory training hours during the previous interim period.

These employees must complete 60 hours of in-person training in 2026. Those who have already fulfilled the required training hours are only required to meet the annual training requirement, without completing additional hours under the provision.

By offering practical workplace development alongside formal and online courses, the decision provides government employees with different routes to strengthen their competencies ahead of promotion.

The framework also links career progression with training completion and performance assessment, reinforcing the role of structured professional development in Qatar’s civil service.